“Tall, non-fat, two pump, no whip, mocha.” The person to whom I gave this order smiled knowingly. “Sure,” she said, writing details on the side of a white cup. “It’s Bart, right?” My nod was accompanied by a big smile.
Whether you’re launching a new career, or expanding your skill set, there are a wealth of organizations that can teach you to code. We asked Portland Code School Director Cris Kelly how prospective students should decide between the available options.
Interviews are stressful. You have to do your research, dress the part, and be prepared to eloquently defend your professional worth.
Everyone should learn how to code. You’ve heard it from industry luminaries, and from Chris Bosh. Economically, it’s sound advice. Careers in development are abound and colleges are struggling to churn out enough candidates to meet demand.
Sneakerheads are a rare breed–ravenous fans who evaluate footwear the way foodies do fine dining. Every year, sneaker companies pour countless hours into pushing and refining their designs, all searching for new ways to appeal to these tastemakers. They’re a subculture that’s about as old as basketball itself. We asked some sneaker connoisseurs to describe their favorite pair of all time, and what they like about them so much.
In search of a new way to illustrate the breadth and diversity of Oregon’s athletic and outdoor industry, an employer to more than 15,000 people, the Portland Development Commission came to Oregon Story Board, an organization dedicated to collaborative digital storytelling.
In today’s highly competitive marketplace, many creative professionals tout their ability to wear multiple hats. This multi-faceted approach emphasizes their versatility and broadens both the variety of roles they’ll be considered for, and the utility they can offer a potential employer.
In the final clip from RUNT presents CORIZONTAL, Lewman describes reaching his breaking point, high-tailing it to Costa Rica, and rebuilding his career with greater consideration for what really matters to him. Also, sand vagina.
Sometimes you just need to get out of the office. Maybe your deskmate has a persistent wheeze, or it’s fish fry day in the cafeteria and you have a violent allergy.
I asked the staff at M+P to share some of their favorite remote office getaways in both Austin and Portland. Then I scouted them out using Workfrom, a community that catalogs and evaluates the best spots for independent professionals to work off-site.
Lewman parlays the lessons from Homeboy into an opportunity to run Dirt Magazine, but forgets to bring a business plan along for the ride. Luck comes to his rescue, which earns him the admiration of a childhood hero.
RUNT. never underestimate.
A professional development series from The Creative Party and Mathys+Potestio, RUNT is about positioning creatives for success in their careers by providing tools and knowledge to excel. Often the only thing holding people back is themselves. From this series, you’ll gain insights that lend you the confidence to achieve your professional goals in the creative services world.
There’s no shortage of sites out there to help you put together an online portfolio, all with their inherent advantages.
In our third clip from RUNT presents CORIZONTAL, Lewman describes the atmosphere at Freestylin’ Magazine, the essential nature of improvisation, and how taking risks with the company copy machine accelerated his career trajectory.
RUNT. never underestimate.
A professional development series from The Creative Party and Mathys+Potestio, RUNT is about positioning creatives for success in their careers by providing tools and knowledge to excel. Often the only thing holding people back is themselves. From this series, you’ll gain insights that lend you the confidence to achieve your professional goals in the creative services world.
Anyone who has been in staffing/recruiting for awhile knows the feeling when a prospective client asks to see your pricing structure. They not only want to know your profit margins, they want to influence them. You feel invaded and disrespected. What other industry allows the customer to dictate pricing? Clearly there is a gap between the value proposition of staffing firms and client perceptions. It’s time for change.
The industry’s obsession with quotas and making numbers has bred an atmosphere that rightfully draws skepticism from the talent we hope to represent, and the clients we aim to service. We’ve taken on the reputation of used-car salespeople, and are asked to wear badges at networking events like some recruiter scarlet letter. The industry has lost respect, but we have only ourselves to blame.
Circling companies that are hiring and aggressively recruiting talent like sharks with blood in the water communicates an air of desperation. We’ve been pursuing whatever business is available in the market so aggressively that it’s weakened our value, and given way to poor business practices like not vetting the talent we represent (not meeting people face to face? Really?!), pitting competitors against each other in price wars, sending resumes to companies without candidate knowledge or approval, and just generally acting desperate. Now staffing companies are resorting to tactics like sign twirling to attract talent and using roller skating biblical characters to promote themselves. We’ve become the fast food of the employment industry.
I’ve been in and out of the staffing industry since 1993, but my exposure goes even further, having worked through staffing agencies in administrative, light industrial and creative capacities. My first job in staffing was as an outside sales representative for a large national brand. Later I worked inside running a full desk. I’ve worked for four staffing companies and have owned two. With a few exceptions, I’ve seen every company make decisions motivated purely by sales and profits. It doesn’t have to be this way.
Over the years, I’ve met so many great people working in the staffing industry. If there is a common thread of discontent with these people, it usually revolves around their desire to provide relationship-based solutions to their clients, and frustrations with their organization’s resistance to any activity that does not lead directly to sales and profits. We have to strike a balance.
Some might read this and think it’s written by someone who’s out of touch with the realities of business. A history of incredible revenue growth, happy clients, rising talent, strong relationships and motivated employees says otherwise. There is another way.
Want to hire the A-talent? I’ll tell you how: treat the D-talent better.
The typical strategies to hire the best talent? Offer more money, amazing benefits, provide office perks like free food and foosball, and hope for the best. D-talent may be great talent for somebody, but not for your company. They are someone else’s A-talent. So, you ignore them. Wrong. Treat everyone the same during the recruitment process.
A clip from RUNT presents: CORIZONTAL with Mark Lewman of Nemo, part of Design Week Portland 2014. Mark describes his favorite reading material, getting hopped up on Mountain Dew, and how writing an endless stream of unsolicited letters got him his first gig in publishing.
RUNT. never underestimate.
A professional development series from The Creative Party and Mathys+Potestio, RUNT is about positioning creatives for success in their careers by providing tools and knowledge to excel. Often the only thing holding people back is themselves. From this series, you’ll gain insights that lend you the confidence to achieve your professional goals in the creative services world.